Articles flood the Internet about how to best answer interview questions, what hiring agents do not like to see, and the “top 5 biggest mistakes” and so on. All of these articles express a rather confined perspective to the hiring process. We are a company. We want talent. Are you talented enough for us?
Of course, it really does not work like this in execution. The one-sided approach will see higher-than-expected turnover rates and dissatisfied employees. That is because the hiring teams (and the larger culture as a whole) has expressed how to appeal to a hiring agent while missing the fact that the company needs to appeal to them.
Detractors will say that the potential hire would not be sitting down for the interview if they were not interested. This is another fallacy. Potential hires have many questions (or at least they should), and there is a lot to learn about a company during and immediately following the interview.
A fantastic interview is a back-and-forth discussion. The Top recruiting agency understands the virtue of finding talent that matches the needs of the company without losing sight of the fact that the company needs to be a match for them. It’s a progressive ideal- but it shouldn’t be. A new hire will be part of a relationship- a relationship with two sides.
Talented and modern professionals know that any hiring relationship is mutual. It is defined by collaboration between the company and the employee. A more classic approach may follow an employee who has to appease to the needs and demands of the hiring agent. That is a dated approach. Finding a home is valuable for the employee, and it needs to be a home that fits. It is just as important for an employee to find a place they see themselves fitting in as it is a company finding someone who can add to their infrastructure. Mutual relationships are the obvious future of the professional sphere, and company leaders need to openly embrace this trajectory. A hire-on is never a one-sided relationship. The symbiosis between the two makes everyone benefit.